If Employees Aren't Growing, Performance Isn't Either

Cathie Leimbach • June 9, 2026

Most leaders want better performance. 


They want employees who take ownership, solve problems, adapt to change, and consistently deliver results. 


Yet Gallup reports that only 31% of employees are engaged at work. That means nearly 7 out of 10 employees are not fully applying their talents, effort, and initiative to their roles. 


The question leaders should be asking isn't simply: 


"Why aren't employees performing?" 


It's: 


"Are we developing people to perform at their best?" 


Gallup's latest research suggests many organizations may be falling behind. Nearly 6 in 10 CHROs say employee development is one of the areas where their organization struggles most. At the same time, fewer than half of U.S. employees have participated in training or education to build new skills for their current job. 


That gap creates risk. 


As AI, technology, customer expectations, and job responsibilities continue to evolve, employees cannot meet changing expectations with outdated skills. 


The impact is especially significant among high performers. Gallup found that organizations providing fewer development opportunities are more likely to lose their best people. 


The good news is that development doesn't require expensive programs or lengthy workshops. 


It starts with leaders who consistently: 

• Connect strengths to daily work
• Clarify expectations
• Provide meaningful feedback 

• Coach performance 

• Hold growth-focused conversations 



One of the most effective ways leaders can support employee development is through regular 1-on-1 meetings with each direct report. These conversations create opportunities to coach, remove obstacles, align priorities, and discuss growth before problems become bigger issues. 


For practical ideas, read our resource: 5 Factors in Successful 1-on-1s. 


Organizations that thrive won't simply expect more from employees. They'll develop people so they can contribute more. 


Because when employees grow, performance grows with them. 

Culture Is Built in Conversations

By Cathie Leimbach • June 2, 2026
Most leaders want stronger culture. Less silo thinking. Better accountability. More ownership. Healthier teamwork. Higher engagement. But culture rarely changes because of posters, slogans, or mission statements. It changes through thousands of conversations leaders have every week. That’s one reason Jim Brown’s book, The Imperfect CEO , stands out. Rather than focusing on leadership image, the book centers on the real work of building trust-centered organizations. Shari Seckler, CEO of PenFinancial Credit Union, wrote:  “This book shows why collaboration and culture aren't soft – they're the backbone of lasting success.” Marc Jeffreys, President of Revision University, described it this way: “Jim Brown’s framework helps leaders foster environments where trust grows, purpose strengthens, and teams move forward together.” In our Conversational Management work, we consistently see that culture is shaped by how leaders handle everyday moments: difficult feedback missed expectations recognition conflict coaching conversations accountability discussions collaborative decision-making Employees usually decide whether they trust leadership based on these interactions far more than company messaging. That’s why books like The Imperfect CEO matter. They remind leaders that organizational health is not built through perfection. It is built through clarity, humility, consistency, and meaningful conversations repeated over time. If you lead people, this book deserves your attention. Order your copy today.

The Futility of Leadership Perfection

By Cathie Leimbach • May 26, 2026
Many leaders quietly carry the pressure that they are supposed to have every answer. Be decisive. Stay strong. Never show uncertainty. Keep pushing forward no matter what. The problem is that approach often creates distance inside organizations instead of trust. In The Imperfect CEO , which was released on May 19, Jim Brown challenges the idea that leadership effectiveness comes from appearing flawless. Instead, he makes the case that healthy organizations are built by leaders willing to lead with clarity, humility, accountability, and honesty. Larry Siff, CEO of Neptune Advisors and C-Level Community, shared this perspective: “In The Imperfect CEO , Jim Brown doesn’t shy away from the messy reality of being a real person in charge, yet he shows how that honesty becomes a source of organizational health.” Edna Lopez, former Senior Executive at Gateway and Amway, wrote: “In every organization I've led, one truth has been constant: culture determines whether strategy ever sees daylight. The Imperfect CEO gets to the heart of that reality.” That connection between leadership and culture is exactly why the ideas in this book matter. In Conversational Management, we often see organizations struggle , not because leaders lack intelligence or effort, but because communication patterns quietly create confusion, defensiveness, disengagement, or fear. The healthiest organizations usually are not led by leaders who are aiming for perfection. They are led by leaders who know perfection is elusive. They acknowledge their limitations and the benefits of team collaboration. They humbly create honest conversations, clear expectations, accountability, and trust — even when it feels uncomfortable.  The wait is over for a down-to-earth book that dares to reveal common leadership imperfections and provides support for enhancing leadership impact! The Imperfect CEO is now available!